Many employers are moving to a four-day working week and finding that the quality of work and hourly productivity increases. With work intensifying and declining public services putting more burden on workers from a ‘second shift’ looking after young, sick, disabled or old family members, it is time for the next step to reduce the working week. We want a 4-day working week with a proportionate reduction in the working week without loss of pay, with pro-rata changes for those working part time or compressed hours.
- Why a four-day week?Read more about what a four-day week would mean and the case for it.
- 2025 pay claim submittedKey points in the claim include an increase to all pay points of 5% plus inflation, a reduction in hours without loss of pay to enable a four-day week, and improvements to staff travel.
- Get ballot-ready!Union members voted by a large majority to reject the pay offer and that they were prepared to take sustained action in pursuit of a better offer. The latest Stop the Drop flier explains what you need to do now, whether you are a member or not. Click the image to read more.
- 2024 pay offer REJECTEDUnion members rejected the pay offer by a large majority. Preparations for statutory industrial action ballots have begun.
- A shorter working week would offset the loss of wellbeing timeA Project Manager explains the importance of time off when caring for loved ones and dealing with bereavement.
- 37 hours is too longA new starter at TfGM, who has chosen to remain anonymous, describes the impact of a 37-hour week on them.
- Paternity leave no better than at WetherspoonsAssistant Project Manager Recardo Nguty explains how his paternity leave at TfGM was identical to his experience at Wetherspoons.